Will #Metoo change the unequal gender equations in an organisation?

In our conservative surroundings, it is people who make up organisations that need to reassess and recommit to not just addressing grievances

Recent revelations in the #MeToo movement have underlined the urgency to redefine the workspace. Addressing sexual harassment is not just about ‘responding’ to specific incidents of sexual harassment. Equally, it is about changing the organisation leadership’s attitude and gender perspective.

In this context, one would agree that the Prevention of Sexual Harassment (POSH) Act (2013) has been a positive step in redressing workspace gender imbalances. POSH requires organisations to systemically address allegations of sexual harassment at the workplace. It prescribes mechanisms to address and change the unequal gender equations in the organisation’s power structure.

But how effective has POSH been in changing